collective agreement public libraries vaughan · collective agreement w vaughan permanent part-time...

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VaughanPublic Libraries

COLLECTIVE AGREEMENT

between

THE VAUGHAN PUBLIC LIBRARY BOARD

and

THE CANADIAN UNION OF PUBLIC EMPLOYEESAND ITS LOCAL 905

for

PART-TIME EMPLOYEES(Permanent Part-Time and Casual)

April 1, 2010 to March 31, 2013


V)) Vaughan

PERMANENT PART-TIME AND CASUAL EMPLOYEESWilt Public Libraries

April 1, 2010 to March 31, 2013

INDEXSection

Title

Page

Recognition 4Relationship 5Management Rights 5Union Security 6Union Representation 6No Strike or Lockout 8Grievance Procedure 8Arbitration 9Seniority 10Promotion and Staff Changes 12Layoff and Recall 12Hours of Work 14Overtime 16Call in Work 16Holidays 16Vacations 17Sick Leave 18Leave of Absence : 19Pregnancy/Parental Leave 20Bereavement Leave 21Jury Duty 21Continuing Education & Professional Development 21Temporary Reclassification 22Changes in Classification 22Health and Safety 23Technological Change 25Travel Allowance 25Rate of Pay 25Benefits 25Bulletin Boards 25Notification 25Union Business Leave 26City of Vaughan Fitness Centre Membership 26Term of Agreement 27Rate of Pay : 28Benefits 31Job Security 33

Letter of Understanding 'A' - Translators of Multicultural Material : 34Letter of Understanding 'B' - Hours of Work 35Letter of Understanding `C' - Mergers & Amalgamations and Integration of Service 38Letter of Understanding `D' - Joint Working Group Casual and Part-Time Employees 39Letter of Agreement Joint Committee 39Attachment:

Job Evaluation - Terms of Reference

Article IArticle IIArticle IIIArticle IVArticle VArticle VIArticle VIIArticle VIIIArticle IXArticle XArticle XIArticle XIIArticle XIIIArticle XIVArticle XVArticle XVIArticle XVIIArticle XVIIIArticle XIXArticle XXArticle XXIArticle XXIIArticle XXIIIArticle XXIVArticle XXVArticle XXVIArticle XXVIIArticle XXVIIIArticle XXIXArticle XXXArticle XXXIArticle XXXIIArticle XXXIIIArticle XXXIVSchedule ASchedule BAppendix I

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F,/ VI) Vaughan- Public Libraries

COLLECTIVE AGREEMENTPERMANENT PART-TIME AND CASUAL EMPLOYEES

April 1, 2010 to March 31, 2013

CONTENTS

Title

Section

Page

Arbitration :BenefitsBereavement LeaveBulletin BoardsCall in WorkCity of Vaughan Fitness Centre Membership Changes in Classification Continuing Education & Professional Development Grievance ProcedureHealth and SafetyHolidaysHours of WorkJury DutyLayoff and RecallLeave of Absence Management Rights No Strike or Lockout NotificationOvertimePregnancy/Parental Leave Promotion and Staff Changes

................................Rate of PayRecognitionRelationshipSeniority :Sick LeaveTemporary Reclassification Term of Agreement Union Business LeaveTravel AllowanceUnion RepresentationUnion SecurityVacations :Technological Change

Article VIII 9Article XXIX 25Article XX 21Article XXX 25Article XIV 16Article XXXIII 26Article XXIV 22Article XXII 24Article VII 8Article XXV 23Article XV 16Article XII 14Article XXI : 21Article XI 12Article XVIII 19Article III 5Article VI 8Article XXXI 25Article )(III 16Article XIX 20Article X 12Article XXVIII 25Article I 4Article II 5Article IX 10Article XVII 18Article XXIII 22Article XXXIV 27Article XXXII 26Article XXVII 25Article V 6Article IV 6Article XVI 17Article XXVI 25

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WVaughan

PERMANENT PART-TIME AND CASUAL EMPLOYEESs Public Libraries

April 1, 2010 to March 31, 2013

AGREEMENTbetween

THE VAUGHAN PUBLIC LIBRARY BOARD(the "Board')

-and-

THE CANADIAN UNION OF PUBLIC EMPLOYEESAND ITS LOCAL 905

(the "Union')

PART-TIME EMPLOYEES(Permanent Part-Time and Casual)

ARTICLE I - RECOGNITION

1.01 The Board recognizes the Union as the sole and exclusive Bargaining Agent with respect to allmatters covered by this agreement for all employees of the Board regularly employed for notmore than twenty-four (24) hours per week and students employed during the school vacationperiod, in the City of Vaughan, save and except Security Guards, Coordinators and personsabove the rank of Coordinators, Managers, Directors, Executive Secretary, and employeescovered by a subsisting Collective Agreement.

1.02 Notwithstanding anything to the contrary in this agreement, those employee classificationsherein excluded from the bargaining unit may continue to perform work, in accordance withpast practices and procedures established prior to ratification of this agreement, normallyperformed by members of the bargaining unit without being considered to be included in thebargaining unit on the understanding that this will not result in the reduction of establishedhours of persons in the bargaining unit.

1.03 Visiting library services workers, community service workers, developmentally challengedpersons gaining work experience and contract employees will not, as non-bargaining unitpersons, perform tasks which would result in the reduction of established hours of persons inthe bargaining unit.

ARTICLE II -RELATIONSHIP

2.01 The Board and the Union agree that every employee has a right to work in an environment freefrom harassment. No employee may be harassed in the workplace because of race, ancestry,place of origin, colour, ethnic origin, citizenship, creed, sex, sexual orientation, age, record ofoffenses, marital status, family status, disability, membership or non-membership in the Unionor activity or lack of activity in the Union.

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Vaughan

PERMANENT PART-TIME AND CASUAL EMPLOYEES® Public Libraries

April 1, 2010 to March 31, 2013

2.02 The Union further agrees that there will be no solicitation for membership, collection of dues,or other Union activities on the premises of the Board, except as specifically permitted by thisAgreement.

2.03

Interviewing Opportunity

A representative of the Union shall be given an opportunity to interview each new employeeduring their regular working hours, without loss of pay, for a maximum of thirty (30) minutesduring the first week of employment for the purposes of acquainting the employee with thebenefits and duties of union membership and their responsibilities and obligations to theEmployer and the Union. The Steward or their representative will provide the new employeewith a copy of the Collective Agreement.

ARTICLE III - MANAGEMENT RIGHTS

3.01

The Union acknowledges that it is exclusively the function of the Board to:

a) maintain order, discipline and efficiency;b) hire, discharge, direct, classify, transfer, promote, demote, layoff, and suspend or

otherwise discipline employees for just cause, subject to the provisions of this Agreementprovided that a claim of discriminatory promotion, demotion or layoff or that anemployee has been suspended or discharged without just cause may be treated as agrievance as provided under the Grievance Procedure except that the discharge of aprobationary employee will not be subject to the grievance and arbitration procedures;

c) maintain and enforce rules and regulations governing the conduct of the employees; andd) generally to manage and operate Vaughan Public Libraries in all respects in accordance

with its commitments, obligations and responsibilities to the public and, withoutrestricting the generality of the foregoing, to determine the number of personnel requiredfrom time to time, the standards of performance for all employees, the methods,procedures, machinery and equipment to be used, schedules of work and all other mattersconcerning the Board operation, not otherwise specifically dealt with elsewhere in theAgreement.

3.02

The Board agrees that these rights shall only be exercised in a manner consistent with theprovisions of this Agreement.

ARTICLE IV -UNIONSECURITY

4.01 The Board agrees to deduct regularly monthly Union dues in the amount to be advised by theUnion. The Union shall notify the Board in writing of the exact amounts to be deducted fromthe first pay due each calendar month from employees covered by this Agreement. The Boardagrees to remit same (assuming sufficient pay is available) to the Treasurer of the Union, notlater than the twentieth (20th) day of the same month. A list of additions, deletions andchanges will also be supplied. The Board will be notified in writing of any changes in theamount of the regular monthly Union dues at least thirty (30) days in advance of the effectivedate of the change.

4.02 In consideration of the deducting and forwarding of Union dues in accordance with theforegoing by the Board, the Union agrees to indemnify and save the Board harmless againstany claim or liability arising out of or resulting from the operation of this section.

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WVaughan

PERMANENT PART-TIME AND CASUAL EMPLOYEESM Public Libraries

April 1, 2010 to March 31, 2013

4.03

The total amount of Union dues deducted shall be included on the T-4 slips.

4.04

An employee shall have the right to review their employment record file in the presence of theChief Executive Officer or her designate.

ARTICLE V - UNION REPRESENTATION

5.01 In order to provide an orderly procedure for the settling of grievances, the Board acknowledgesthe right of the Union to appoint or elect stewards, from amongst the employees covered bythis Agreement who have completed their probationary period, whose duties shall be to assistemployees in preparing and presenting grievances in accordance with the grievance procedure.

5.02

The Union shall notify the Board in writing of the name of each Steward before the Board shallbe required to recognize the Steward.

5.03 It is agreed that a maximum of two (2) Stewards shall constitute the Union GrievanceCommittee, as so recognized in accordance with the grievance procedure, of whom one will bethe steward of the concerned work location or failing the availability of the steward anotheremployee of the griever's choice from the concerned work location.

5.04 It is understood and agreed that the steward has their regular work to perform on behalf of theBoard. However, should they be required to assist an employee in preparing or presenting agrievance during their regular working hours, the employee shall not leave their work withoutfirst obtaining the permission of their manager, or the manager's designate in the event of themanager's absence from the work location. When resuming regular duties, the employee shallagain report to their manager, or the manager's designate in the event of the manager's absencefrom the work location. Reasonable time spent by a steward assisting an employee inpresenting a grievance, shall be without loss of regular pay.

5.05 The Board agrees to recognize up to three (3) employees to serve on a Union negotiatingcommittee to negotiate the renewal of this Agreement. Employee committee members shallnot suffer any loss of pay or benefits for normal hours of work spent at scheduled negotiatingsessions with representatives of the Board.

5.06 Where an employee is elected or appointed to a full-time or part-time office within CUPELocal 905, the Employer may consider a request for extended leave of absence for suchemployee and the employer may grant such leave of absence, such request shall not beunreasonably denied. The Employer shall pay the employee's wages and benefits, and may berequired to top up the salary/Grade/level, to that which is assigned by the 905 Executive board,however it is agreed and understood by the parties that the Employer shall invoice the Unionand the Union shall forthwith provide full reimbursement to the Employer.

Upon thirty (30) days written notice, the employee shall be returned to his/her former position,or to a position comparable to that in which he/she was employed before taking office, or tosuch other position as may be determined by the Employer, the employee, and the Union asbeing suitable

5.07 Whenever an employee is on leave of absence requested under Article 5.06 the Employer shallpay the employee's wages and benefits, invoice CUPE Local 905, and the Local shall,forthwith, provide full reimbursement. It is agreed this is not applicable to days, which arepaid for by the Employer as per other articles in the Collective agreement.

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Vaughan

PERMANENT PART-TIME AND CASUAL EMPLOYEES'X71)®' Public Libraries

April 1, 2010 to March 31, 2013

a) Leave for Federal/Provincial Union Office

An employee who is elected or appointed to office in the Canadian Union of PublicEmployees, whether National or Provincial, the duties of which require his full timeattendance, may and shall not be unreasonable denied, upon written request, be granted leaveof absence without loss of seniority and service for a term not exceeding two (2) years, exceptwhereby the parties agree in writing to extend such leave requests.

b) Leave for Federal/Provincial Union Employment

An employee who becomes a paid employee of the Canadian Union of Public Employees,whether National or Provincial, may, upon written request, be granted leave of absence withoutloss of seniority and service for a period not exceeding six (6) months. Such Leave ifrequested may be extended up to a period of two (2) years, and shall not be unreasonablydenied.

c) Leave for Federal/Provincial Union Office/Employment

Such leave of absence shall be without pay, but benefits will be continued by the Employer,and the Union shall reimburse the Employer for the cost of maintaining such employee'sbenefits during the said leave of absence. The Employer may be requested by the Union to paythe employee's wages and benefits, invoice the Union and the Union shall forthwith providefull reimbursement to the Employer.

ARTICLE VI - NO STRIKE ORLOCKOUT

6.01

The Union agrees that during the term of this Agreement there shall be no strikes. The Boardagrees that there shall be no lockouts during the term of this Agreement.

ARTICLE VII -GRIEVANCE PROCEDURE

7.01 It is the mutual desire of the parties hereto that complaints of employees shall be adjusted asquickly as possible. It is understood that an employee has no grievance until they have firstgiven their manager an opportunity to adjust their complaints. If an employee has a complaint,they shall discuss it verbally with their manager no later than their third (3rd) working day afterthe day on which the circumstances giving rise to the complaint originated or occurred.

7.02 Failing settlement within the above-referred to three (3) working days, it may then be taken upas a grievance no later than their fifth (5th) working day, following advice of the manager'sdecision, in the following manner and sequence:

Step No. IThe employee, who may request the assistance of the Steward of their work location or, failingthe availability of the Steward, another employee of their choice from their location maypresent the employee's grievance to the manager. The grievance shall be in writing/email(labourware) and shall indicate the article(s) of the Collective Agreement that is being grievedand why it is being_grieved, and shall specify the remedy sought. The manager shall deliver adecision in writing/email no later than the fifth (5th) working day following the presentation ofthe grievance.

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WVaughan

PERMANENT PART-TIME AND CASUAL EMPLOYEES= Public Libraries

April 1, 2010 to March 31, 2013

Step No. 2Failing a settlement, the employee and the Union Grievance Committee may present thegrievance in writing/email (labourware) to the Chief Executive Officer or designate no laterthan the employee's fifth (5th) working day after the decision is given above. A meeting willbe held no later than the fifth (5th) following working day between the Chief Executive Officeror designate and the employee and the Union Grievance Committee. A staff representative ofthe Union shall be present at the request of either Party. Failing settlement, the decision of theChief Executive Officer or designate shall be delivered to the Union in writing/email no laterthan the third (3rd) following working day.

Step No. 3Failing settlement and if the grievance is to proceed to arbitration such grievance shall besubmitted to arbitration within fourteen (14) working days from receipt of the written/emaildecision under Step No. 2.

Replies to grievances stating reasons shall be in writing/email at all stages.

7.03 The Union or the Board may file, in writing, a policy grievance with the other party on anydifference between the parties and such grievance shall commence at Step No. 2 of thegrievance procedure and the time limits set out with respect to that Step shall appropriatelyapply. It is further agreed that the Union may act on behalf of an employee who is unable tofile a proper grievance initiating the grievance at the appropriate Step. It is understood,however, that a Policy grievance may not be used with respect to a grievance directly affectingan employee or employees and that the regular grievance procedure shall not be therebybypassed.

7.04 When an employee who has completed their probationary period is formally disciplined, aSteward, if available at the work location or failing the availability of the Steward, anotheremployee from the concerned work location, may be present as a witness if the concernedemployee so requests it.

7.05

The griever shall have the right to be present at all meetings of the Parties held to resolve ordiscuss the grievance.

7.06 It is agreed and understood that all time limits in the grievance procedure shall be adhered toexcept where they are extended by mutual agreement. Section 44(6) of the Labour RelationsAct shall apply where applicable.

7.07 It is agreed that the discharge grievance of an employee who has completed their probationaryperiod shall commence at Step No. 2 of the grievance procedure no later than the fifth (5th)working day after the discharge and the time limits set out with respect to that Step shallappropriately apply. The discharge of a probationary employee will not be subject to thegrievance and arbitration procedures.

7.08

Removal of Discipline

Where the record of an employee has been clear of disciplinary notations for any twenty-four(24) month period of employment, the employee may request the removal of any writtenwarnings, reprimands or record or disciplinary actions, previous to that twenty-four (24) monthperiod (except relating to misuse of drugs or illegal activities related to employment).

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COLLECTIVE AGREEMENTVaughan.

PERMANENT PART-TIME AND CASUAL EMPLOYEESNW Public Libraries

April 1, 2010 to March 31, 2013

Regardless, the record of any disciplinary action or warning shall not be referred to or usedagainst an employee at any time after twenty-four (24) months following such action, providedno other related disciplinary action has been taken against that employee within that twenty-four (24) months.

ARTICLE VIII - ARBITRATION

8.01 When either party requests that any matter be submitted to arbitration as hereinbefore provided,it shall make such request, in writing, addressed to the other party to this Agreement, and at thesame time appoint their nominee.

8.02

Within fifteen (15) working days thereafter, the other party shall appoint their nominee andnotify the other party.

8.03 The two nominees so nominated shall, within fifteen (15) working days of the nomination ofthe latter of them, attempt to settle by agreement the selection of the third person to be amember and chairperson of the Arbitration Board. In the event the two nominees are unable toagree, the Minister of Labour, upon the request of either Party, may appoint the chairperson.

8.04

No matter may be submitted to arbitration which has not been carried through all requisitesteps of the Grievance Procedure.

8.05

No person may be appointed as a nominee or chairperson who has been directly or indirectlyinvolved in an attempt to negotiate or settle the grievance.

8.06

The arbitrator shall not be authorized to make any decision inconsistent with the provisions ofthis Agreement, nor to alter, modify, add to or amend any part of this Agreement.

8.07 The proceedings of the Arbitration will be expedited by the parties hereto and the decision ofthe Arbitrator will be final and binding upon the parties hereto and the employee or employeesconcerned.

8.08

Each of the parties hereto will jointly bear the fees and expenses of the Arbitrator. Each of theparties hereto will bear the fee and expenses of the nominee appointed by them.

8.09

The time limits fixed in both the Grievance and Arbitration Procedure may be extended byconsent of the parties of this Agreement.

8.10 A griever or any employee with a legally vested interest shall not lose any pay for regular timespent at an Arbitration Hearing. Necessary witnesses shall not lose any pay for the day(s) oftestimony.

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Val) Vaughan


.Public Libraries

April 1, 2010 to March 31, 2013

ARTICLE IX - SENIORITY

9.01 Seniority, as referred to in this Agreement, shall mean length of continuous service based onthe number of hours paid to employees who are in the bargaining unit and shall include servicewith the Board, which would have fallen within the bargaining unit description of the parties'Recognition Clause, prior to the certification of the Union. Effective April 1, 2001, allPermanent Part-Time Employees shall accumulate a minimum of twenty-four (24) hoursseniority for each calendar week they remain in the employ of the employer, provided any suchemployee performs work for any hours in that week.

Seniority shall be used in determining preference or priority for promotion, transfer, demotion,layoff, permanent reduction of the work force, and recall, as set out in other provisions of thisAgreement. Seniority shall operate on a bargaining unit wide basis in accordance with Article9.03.

9.02 A permanent part-time employee will be considered a probationary employee for the first fivehundred and seventy-six (576) hours worked of their employment and will have no seniorityrights during this period nor shall their name be placed on the seniority list. During this period,the employee may be terminated at the Board's sole discretion without recourse to theGrievance and Arbitration Procedure. After five hundred and seventy-six (576) hours worked,the employee's name shall be placed on the appropriate seniority list dating from the time theywere last placed on the active payroll of the Board.

A casual employee will be considered a probationary employee for the first four hundred andfifty-six (456) hours worked of their employment and will have no seniority rights during thisperiod nor shall their name be placed on the seniority list. During this period, the employeemay be terminated at the Board's sole discretion without recourse to the Grievance andArbitration Procedure. After four hundred and fifty-six (456) hours worked, the employee'sname shall be placed on the appropriate seniority list dating from the time they were last placedon the active payroll of the Board.

9.03 For all purposes of seniority, there shall be two (2) separate and distinct seniority lists. Thereshall be one seniority list for Permanent Part-Time Employees and one seniority list for CasualEmployees. Seniority lists will be posted in all locations twice a year, in January and July, anda copy mailed to the Union at the same time.

9.04

An employee will lose their seniority and their employment shall be deemed to be terminated ifthey:a) quit their employment;b) are discharged and not reinstated;c) fails to return to work within seven (7) calendar days after written notification has been

sent mail advising of the employee's recall from layoff. It is the employee'sresponsibility to inform the Board in writing of any change of address or telephonenumber;

d) fail to return to work upon the termination of an authorized leave of absence unless anexplanation satisfactory to the Board is given by the employee; or utilizes a leave ofabsence for purposes other than those for which the leave of absence was granted;

e) is absent from work without permission for three (3) consecutive working days unless anexplanation satisfactory to the Board is given by the employee;

f) is laid off for a period of more than twelve (12) months without being recalled;

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V).VOghanNIN-POblic Libraries


April 1, 2010 to March 31, 2013

g) is absent from work because of sickness for more than twenty-four (24) consecutivemonths.

ARTICLE X - PROMOTION AND STAFF CHANGES

10.01 When a vacancy occurs or a new position is created within the part-time bargaining unit, theBoard shall post, on all bulletin boards, for seven (7) working days a notice stating the natureof the position, the educational and experience qualifications required, the salary rate or range,and the cut off date for application.

In selecting an applicant to fill the vacancy, the Board shall consider the applicant's overallqualifications and seniority. After the interview process has been completed, and where two(2) or more applicants equally satisfy the aforementioned criteria, seniority shall govern.

All applications for internal postings must be submitted in writing to the Recruitment Officecited on the posting, by the specified date. A current resume and a covering letter are required,indicating the posting referral number and position applied for. Untimely or incompletesubmissions will not be considered.

Applications will not be accepted from employees who have not completed their probationaryperiod, however, if there are no successful internal applicants, the probationary employees mayapply at the same time as other external applicants.

A successful applicant may not bid for another job for at least six (6) months from the time ofhis/her appointment to the first job, except as follows:

i) The job change would constitute a change from "temporary" to "permanent";

ii) The Employer agrees that having the applicant accept assignment to the position would bemutually beneficial;

iii) The job constitutes a permanent promotion in grade.

Employees will be limited to one lateral transfer in a twelve (12) month period.

10.02 The successful internal applicant shall be notified within four (4) weeks following the end ofthe posting period and shall be placed on trial for a period of eighty (80) days worked in theirnew position. Conditional on satisfactory service, such trial shall be confirmed permanent afterthe period of eighty (80) days worked. In the event the successful applicant provesunsatisfactory in the position during the aforementioned trial period, they shall be returned totheir former position without loss of seniority and at their former salary rate. Any otheremployee promoted or transferred because of the rearrangement of positions shall also bereturned to their former position without loss of seniority and at their former salary rate.

10.03 The successful applicant may elect within the first thirty (30) days worked in their new positionto return to their former classification with the concurrence of their manager if the employeedetermines they are unable to perform the duties of the new position. No reasonable requestwill-be refused.

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WVaughan

PERMANENT PART-TIME AND CASUAL EMPLOYEESMIN Public Libraries

April 1, 2010 to March 31, 2013

ARTICLE XI - LAYOFF AND RECALL

11.01

In the event there is a layoff of employees, the following procedure shall apply:

a) Probationary employees will be laid off first;

b) Employees will be laid off on the basis that the employee having the least seniority shallbe the first to be laid off providing the remaining employees have the necessary skill andability to maintain the output and quality required to perform the work in question basedon the job description of the position being filled.

c) An employee in receipt of notice of layoff pursuant to Article XI may:i) Accept the layoff; orii) Displace another employee as per Articles 11.05 and 11.06 of this Agreement;iii) Opt to retire, if eligible under the terms of the OMERS pension plan.

11.02

No new employee will be hired to perform work that an employee on layoff is capable ofperforming.

11.03 The Bargaining Units are separately certified, therefore there will be no intermingling ofseniority, and layoffs and recalls will occur independently. Casual employees will not beplaced on a seniority list, for layoff and recall purposes, and this clarification shall not apply tothem. Notwithstanding this, it is understood that the Employer shall consider the seniority andpreferred work location for casual employees when opportunities for future work becomeavailable.

11.04 Bumping is determined by seniority. An individual may "bump" into a position for which theyhave the skill and ability to perform the job provided that the position is at the same or lesserwage rate and is currently occupied by an employee with lesser seniority. In order to bumpinto a position, the individual must require no training beyond familiarization and orientation.

11.05 a) Those who bump into another position to avoid layoff retain the right to be recalled totheir original position for twelve (12) months if that position becomes available to be re-filled. If the individual refuses a recall to their original position, they will remain in theirnew position and lose all right to be recalled to their original position.

b) If an individual refuses recall to their original position, the position shall be offered tothose employees on layoff, in order of seniority, provided they have the skill and abilityto perform the available work.

c) An individual who bumps into another position to avoid layoff, or an individual who islaid off, may refuse recall to any classification and/or location without losing their rightto recall. However, any individual who refuses recall to their original position andlocation shall immediately lose all recall rights. IT IS CLEARLY UNDERSTOODTHAT THE RIGHT TO REFUSE RECALL TO ANOTHER WORK LOCATIONAPPLIES ONLY UNDER THESE CIRCUMSTANCES AND DOES NOTOTHERWISE AFFECT THE EMPLOYER'S RIGHT TO TRANSFER EMPLOYEES.

d) The recall rights referred to herein shall cease twelve (12) months from the date of layoff,or upon completion of the recall of all employees on layoff, whichever occurs first.

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VA)

COLLECTIVE AGREEMENTVaughan

PERMANENT PART-TIME AND CASUAL EMPLOYEESMlf Public Libraries

April 1, 2010 to March 31, 2013

e) When any position cannot be filled through the recall procedure, it shall be posted andfilled in the usual manner, notwithstanding that there may still be employees on layoff.

11.06 If a probationary employee is occupying a position no one else in the Bargaining Unit who willbe laid off or bumped is qualified to perform, the probationary employee shall not be laid off,notwithstanding Article 11.01.

11.07

All affected employees shall be given two (2) weeks notice of layoff.

11.08 The Employer shall notify the employee of recall opportunity by registered mail, addressed tothe last address on record with the Employer (which notification shall be deemed to bereceived on the second day following the date of mailing). The notification shall state the jobto which the employee is eligible to be recalled and the date and time at which the employeeshall report for work. The employee is solely responsible for his or her proper address beingon record with the Employer.

11.09

a) Employees on layoff shall be given preference for temporary vacancies, which areexpected to exceed ten (10) working days. An employee who has been recalled to suchtemporary vacancy shall not be required to accept such recall and may instead remain onlayoff.

b) No full-time or part-time employee within the bargaining unit shall be laid off by reasonof his/her duties being assigned to a management or non-union employee.

ARTICLE XII - HOURS OF WORK

12.01

The following is intended to define the normal hours of work and shall not be construed as aguarantee of hours of work per day, or per week or of days of work per week.

12.02 The normal work period shall not normally exceed twenty-four (24) hours per week whenaveraged over a four (4) calendar week period. The normal work day shall not normallyexceed eight (8) hours per day, excluding a half (2) hour or one (1) hour unpaid meal period.Notwithstanding the above, this Section shall not apply to those employees temporarilyreplacing a full-time employee.

12.03 The schedule for hours of work for permanent part-time staff shall be posted a minimum of two(2) weeks in advance of the scheduled work period and once posted any changes made withoutthe required two (2) weeks notice shall be mutually agreed to by the employee affected andtheir manager or designate.

12.04 Casual employees will be scheduled according to the needs of the library, after full-time hoursand part-time hours have been allotted. Section 12.03 does not apply to Casual staff, i.e. thosewhose hours of work are less than 20 per week; students in regular attendance at an educationalinstitution or employed during school vacation periods.

12.05

Employee's requests for working hours within the above shall be accommodated to theextent practical and subject to the manager's approval.

12.06

Where employee's requests cannot be accommodated, assignments shall be by seniority in theclassification within the branch.

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PERMANENT PART-TIME AND CASUAL EMPLOYEESNM Public Libraries

April 1, 2010 to March 31, 2013

12.07 Employees scheduled to work more than five (5) consecutive hours shall receive an unpaidmeal period. Subject to their manager's approval, the employee may select a thirty (30) minuteor a sixty (60) minute meal period. Such selection shall be made at least three (3) weeks priorto the effective date and it shall remain in effect for at least three (3) months.

12.08 Employees shall be permitted one (1) fifteen (15) minute paid break period and if scheduled towork for more than five (5) consecutive hours, employees shall receive a second fifteen (15)minute paid break period during the second half of the shift.

12.09

The normal work day, except for custodial or systems staff, shall not commence prior to 8:00a.m. and shall not fmish later than 9:30 p.m. for Monday to Friday, and the normal work dayshall not commence prior to 8:30 a.m. and shall not fmish later than 5:30 p.m. for Saturdayand/or Sunday. The normal work day shall not be less than three (3) hours for permanent part-time staff.

12.10

a) All employees on payroll as of May 1, 1992 may at any time indicate a willingness towork Sundays in accordance with Article 13.03(b).

b) All new employees hired on or after May 1, 1992 can be scheduled as required to workon Sundays.

c) Permanent part-time employees shall be scheduled no more than two (2) evenings perweek, however, they may be scheduled to work three (3) evenings once per month whenrequired due to unusual circumstances.

12.11

Modifications to the normal hours of work defined above may be altered and implemented atany time by mutual agreement between the Union and the Board.

ARTICLE XIII - OVERTIME,

13.01

All overtime must be authorized in advance by the employee's manager.

13.02

Overtime as set out herein shall only be recognized when the employee is required to workmore than twenty (20) minutes hour beyond their scheduled work day.

13.03

Overtime shall be all time worked at the Board's request and shall be paid at the appropriaterate indicated as follows:

a) All hours worked in excess of forty-four (44) hours per week or eight (8) hours per givenday (excluding meal periods) shall be paid at one and one-half (1 2) times the employee'sstraight time rate.

b) Except for those employees noted in Article 12.10, employees shall be paid two (2) timesthe employee's straight time rate for work on Sundays.

13.04

There shall be no pyramiding or duplicating of overtime rates.

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WVaughan

PERMANENT PART-TIME AND CASUAL EMPLOYEESPublic Libraries

April 1, 2010 to March 31, 2013

ARTICLE XIV - CALL IN WORK

14.01 An employee who has completed their regular scheduled hours and has left the Board'spremises and is subsequently called back to work hours outside of their regular scheduledhours shall be entitled to refuse the call back.

Should same employee refuse the call back or should the Board be unable to contact sameemployee, then the Board may immediately assign the work, at is discretion, to any otheremployee or person, whether employed by the Board or not.

Notwithstanding the above, automated services employees who are called back to work shallreturn to work forthwith.

14.02

Call-in hours of work shall neither be used in calculation of overtime pay nor shall it result inany pyramiding or duplicating of any other premium rates.

ARTICLE XV - HOLIDAYS

15.01

Permanent part-time employees will be paid for the following holidays:

New Year's Day

Civic HolidayGood Friday

Labour DayEaster Monday

Thanksgiving DayVictoria Day

Christmas DayCanada Day

26th Day of December

and any other day proclaimed as a statutory holiday by the federal, provincial or municipalgovernments.

15.02

Casual employees will be paid for the following holidays:

New Year's Day

Civic HolidayGood Friday

Labour DayEaster Monday

Thanksgiving DayVictoria Day

Christmas DayCanada Day

26t1i Day of December

and any other day proclaimed as a statutory holiday by the federal, provincial or municipalgovernments.

15.03 In order to qualify for holiday pay, the employee must work the full scheduled shift on each ofthe working days immediately preceding and immediately following the holiday concernedexcept in cases of excused absence satisfactory to the Board. Any disagreement regarding thisclause may be subject to the grievance procedure.

of 34


WVaughan

PERMANENT PART-TIME AND CASUAL EMPLOYEES= Public Libraries

April 1, 2010 to March 31, 2013

15.04 When one of the above days occurs during a permanent employee's vacation leave or falls onan employee's regular non-working day, the employee will be granted a another regularworking day off with pay. Subject to the following, these days off may be accumulated andmay be utilized for up to five (5) consecutive working days off. Days off accumulated must beused within four (4) months of which the holiday originally occurred. The request for day(s)off shall be submitted in writing by the employee to their manager or the Chief ExecutiveOfficer. Such days may be approved to be used in conjunction with vacation.

15.05

When Christmas Eve and New Year's Eve fall on a normal working day, the library will closeat 12:00 noon. Employees will be paid for the hours they would normally have worked.

15.06 An employee who is required to work on a designated holiday shall receive one and one-half (12) times their regular basic rate of pay for all time worked on the holiday and where theemployee is entitled to the holiday with pay, their regular pay in addition thereto.

ARTICLEXVI -VACATIONS

16.01 Vacation schedules must be approved by the manager. Employees may be granted theirvacation in an unbroken period where practical, subject to the Chief Executive Officer'sapproval of any vacation in excess of fifteen (15) consecutive working days.

16.02

Permanent part-time employees shall be entitled to an annual vacation as of their officialanniversary date of hire in accordance with the following provisions:

a) Employees with less than 1,820 hours paid will receive the employee's average work dayper month for each month of service to a maximum of those hours regularly worked forone (1) pay period, i.e. a two (2) week period.

b) Permanent Part-Time

Effective Date of Ratification (May 27, 2010):

Years of CompletedConsecutive ServiceAfter one (1) yearAfter three (3) yearsAfter eight (8) yearsAfter eleven (11) yearsAfter fourteen (14) yearsAfter twenty (20) yearsAfter twenty-one (21) yearsAfter twenty-two (22) yearsAfter twenty-three (23) yearsAfter twenty-four (24) yearsAfter twenty-five (25) years

Number of Vacation Days

Forty-eight (48) hoursSixty (60) hoursEighty (80) hoursNinety-two (92) hoursOne hundred & four (104) hoursOne hundred & eight (108) hoursOne hundred & twelve (112) hoursOne hundred & twenty (120) hoursOne hundred & twenty-four (124) hoursOne hundred & twenty-eight (128) hoursOne hundred & thirty-two (132) hours

of 34

NV)


Vaughan

PERMANENT PART-TIME AND CASUAL EMPLOYEESMit Public Libraries

April 1, 2010 to March 31, 2013

Effective April 1, 2011:

Years of CompletedConsecutive ServiceAfter one (1) yearAfter two (2) yearsAfter three (3) yearsAfter eight (8) yearsAfter eleven (11) yearsAfter fourteen (14) yearsAfter sixteen (16) yearsAfter twenty-two (22) yearsAfter twenty-three (23) yearsAfter twenty-four (24) yearsAfter twenty-five (25) years

Number of Vacation Days

Forty-eight (48) hoursFifty-two (52) hoursSixty (60) hoursEighty (80) hoursNinety-two (92) hoursOne hundred & four (104) hoursOne hundred & eight (108) hoursOne hundred & twenty (120) hoursOne hundred & twenty-four (124) hoursOne hundred & twenty-eight (128) hoursOne hundred & thirty-two (132) hours

16.03

Vacation accrued by the official anniversary date of hire must be used prior to the anniversarydate of the following year.

16.04

Vacation may be taken, upon approval by the manager, in one block of time or as separatework days.

16.05

Casual EmployeesCasual employees will receive vacation pay in accordance with the rates established under theEmployment Standards Act.

16.06 When an employee on a scheduled period of vacation is hospitalized for one week or more ofsuch vacation as a result of serious illness or accident, such employee shall be entitled to claimSick Time in lieu of vacation for such days of illness provided that notice is given to theirManager/Coordinator at the commencement of illness and subsequent hospital verification anda doctor's certificate verifying the length of illness is provided on the employee's return towork. Any vacation entitlement remaining shall be rescheduled to be taken prior to the end ofthe vacation year, subject to operational requirements and the approval of the immediatesupervisor and Chief Executive Officer.

ARTICLE XVII - SICK LEAVE

17.01

Sick leave will be granted to employees to the limit of their accumulated sick leave or untilcommencement of long term disability benefits, whichever date first occurs.

17.02 All employees hired after April 10, 1999, shall accumulate upon completion of theirprobationary period of one hundred and twenty (120) days worked, and while receiving fullpay, sick leave credits shall commence at the rate of seven (7) hours per month of employment.

17.03 All unused sick leave may be accumulated to the credit of an employee up to a maximum ofone thousand nine hundred and sixty (1960) hours. No employee shall receive any paymentbecause of unused sick leave.

of 34


WVaughan


April 1, 2010 to March 31, 2013

17.04 All employees who, during their probationary period suffer a serious illness, will be allowed todraw from their future sick leave accumulation to a maximum of fifty (50) hours. Theseriousness of the illness and the need for the time off shall be confirmed in writing by aphysician.

17.05 An employee may be required to produce proof of sickness for any absence in the form of amedical certificate or statutory declaration and in all cases of sickness of more than threeworking days, a medical certificate or statutory declaration is compulsory before returning towork. Any fee charged to acquire the certificate or declaration will be reimbursed toemployees upon presentation of a paid receipt up to a maximum of $75.00 per certificate,pending any Regulations that may be promulgated.

17.06 Employees who require time off from work for unanticipated emergency-related incidents(inclusive of child and elder care) or medical-related appointments or recognized religiousobservances may, after notifying their manager, and with the agreement of their manager, useup to a maximum of thirty-five (35) accumulated sick hours per year for such purposes.

ARTICLEXVIII -LEAVE OFABSENCE

18.01 The Board, at the discretion of the Chief Executive Officer, may grant a leave of absencewithout pay for a period not to exceed four (4) weeks for legitimate personal reasons providedat least a one (1) month written request is made to the Board clearly stating the reasons for therequest and the proposed duration. Such advance written request may be waived in the case ofemergencies. Longer leave of absence without pay may be granted at the discretion of theBoard.

18.02

Religious ObservancesThe employee may request in advance a leave of absence for recognized religious observances,in which case the manager must be notified in writing at least two (2) weeks prior to the timerequested. In each case, the type of leave must be determined in consultation with theappropriate management staff. At the employee's option, the leave of absence may be unpaidor vacation credits, or overtime accumulation, or lieu time may be used.

ARTICLE XIX - PREGNANCY/PARENTAL LEAVE

19.01

Pregnancy Leavea) Upon at least two (2) weeks written notice to the Chief Executive Officer, and provision

of a Certificate from a legally qualified medical practitioner stating the expected birthdate, a pregnant employee who has completed thirteen (13) weeks employment will begranted pregnancy leave without pay in accordance with the Ontario EmploymentStandards Act.

19.02

Parental Leaveb) Unpaid Parental Leave of up to eighteen (18) weeks will be granted to employees who

have completed thirteen (13) weeks employment upon at least two (2) weeks notice to theEmployer. The Parental Leave for a female employee who has taken Pregnancy Leavemust commence immediately following the expiration of her Pregnancy Leave. For allother employees, Parental Leave must begin no more than thirty-five (35) weeks after:

of 34


I Vaughan

PERMANENT PART-TIME AND CASUAL EMPLOYEESNOItfRnblic Libraries

April 1, 2010 to March 31, 2013

i) the birth of the child, or,ii) the child comes into the care and custody of the parent.

c) The following provisions apply to Parental and Pregnancy Leave:

i) Benefit coverage will continue throughout such leave at the same rate ofcontribution by the employee and employer, unless the employee elects inwriting not to do so.

ii) The employee will continue to accrue seniority and vacation entitlements whileon Pregnancy and/or Parental Leave.

iii) At the expiration of such leave, the employee will be reinstated to the same orcomparable position held prior to their leave.

iv) All written notifications will be in accordance with the Employment StandardsAct, time limits.

19.03 The employee shall provide the Board with at least two (2) weeks notice of their date of returnto work. On returning from pregnancy and/or parental leave, the employee shall be placed intheir former position. If the former position no longer exists, they shall be placed in a positionwithin Vaughan Public Libraries with an equivalent job classification.

ARTICLE XX - BEREAVEMENT LEAVE

20.01 In the event of a death in the immediate family of an employee covered by this Agreement, theemployer agrees to grant time off and to make up the employee's regular pay (exclusive of anypremiums) for any absence up to a period of five (5) days for the purpose of makingarrangements for or attending the funeral.

20.02 Immediate family shall mean spouse, father, mother, father-in-law, mother-in-law, child,brother, sister, brother-in-law, sister-in-law, grandparent or grandchild, aunt, uncle, niece,nephew, common-law spouse, and any relative who has been residing in the same household.

20.03

Additional unpaid leave may be granted at the sole discretion of the Chief Executive Officer.

ARTICLE XXI - JURY DUTY

21.01 An employee required to serve as a juror or subpoenaed by the Crown as a witness orsubpoenaed as a witness in any civil matter to be heard in a Court of Law (but for clarity notincluding an arbitration, labour board or other administrative tribunal) arising directly out ofthe employee's duties and responsibilities as an employee to the Board and who, therefore, isunable to perform their regular shift shall be entitled to receive for each day of absence thedifference between their regular straight time rate for all hours lost and the amount of jury feereceived provided the employee furnishes the Board with a Certificate of Service signed by theClerk of the Court showing the amount of jury fee received during the normal work week.

ARTICLE XXII - CONTINUING EDUCATION AND PROFESSIONALDEVELOPMENT

22.01

Employees are encouraged to become personal members of library and related professionalassociations.

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Vaughan

PERMANENT PART-TIME AND CASUAL EMPLOYEESHIM Public Libraries

April 1, 2010 to March 31, 2013

22.02

The Board, subject to budgetary constraints, will give employees the opportunity to participatein conferences, seminars and workshops in accordance with the Board's past practice.

22.03 If the Board requires, as a condition of continued employment, either participation in any suchconference, seminar or workshop, or membership in any library or related professionalassociation, the employee will be reimbursed for expenses and lost regular pay.

ARTICLE XXIII - TEMPORARY RECLASSIFICATION

23.01

The assignment of job classifications to positions held by employees shall not limit the scopeand nature of their duties, except as provided below.

23.02 Any employee who for the convenience of the Board is temporarily reclassified to another jobfor which the rate of pay is different from that in effect for such employee's regular job shall bepaid, while so employed, as follows:

a) If the rate of pay for the job is less than the employee's regular rate of pay, the employeeshall receive their own higher rate of pay;

b) If the rate of pay for the job is higher than the employee's regular rate of pay and if thereclassification is for more than five (5) working days, the employee shall receive theminimum rate of the position being filled or one increment in their category higher thantheir present rate, whichever is the higher, for that period of time so employed.

23.03

An employee, who for the convenience of the employee, is temporarily reclassified to a lowerlevel classification shall be paid the applicable job rate while so employed.

23.04

Definitions

"Temporary Employee" means a permanent full-time, permanent part-time or casual employeewho is assigned to fill a temporarily vacant position.

"Contract Employee" means an external person who is hired on a non-permanent basis to fill atemporary position.

"Temporarily vacant position" means a permanent position that is vacated as a result of theabsence of a permanent employee for up to a two (2) year period. The temporary positionmay be extended with the mutual consent of the Employer and the Union. When atemporarily vacant position continues to exist beyond the two (2) year period, or the end of anextension, the position shall be declared vacant and shall be posted in accordance with thisAgreement. During the time that a temporary employee occupies a temporary position, he/sheshall accumulate sick leave and vacation in accordance with the Collective Agreement thatapplies to the temporary position. When the employee returns to their normal position andbargaining unit, any unused sick leave and/or vacation shall be recalculated and credited inaccordance with the applicable Collective Agreement on a pro-rata basis (1 day = 7 paidhours), except that casual employees shall not be entitled to sick leave while in a casualposition.

of 34

COLLECTIVE AGREEMENTr,.

Vaughan

PERMANENT PART-TIME AND CASUAL EMPLOYEESNW Public Libraries

April 1, 2010 to March 31, 2013

ARTICLE XXIV -CHANGESIN CLASSIFICATION

24.01 When a new classification which is covered by the terms of this Collective Agreement isestablished by the Board or the Board significantly alters the duties of an existingclassification, the Board shall determine the rate of pay for such new classification and notifythe Union of the same. If the Union challenges the rate, it shall have the right to request ameeting with the Board to endeavor to negotiate a mutually satisfactory rate and at suchmeeting, the Board shall provide the Union with an outline of the job content of the new oraltered classification. Such request will be made within ten (10) days after the receipt of noticefrom the Board of such new classification and rate. If the parties are unable to agree on theappropriate rate, the dispute concerning the new rate may be submitted to arbitration asprovided in this agreement within fifteen (15) days of such meeting.

24.02

Casual Employee Trial PeriodA casual employee who is hired into a permanent part-time position shall be placed on trial fora period of eighty (80) days worked in that permanent part-time position. Conditional onsatisfactory service, such trial shall be confirmed permanent after the period of eighty (80)days worked. In the event the employee proves unsatisfactory in the permanent part-timeposition during the aforementioned trial period, they shall be returned to their former positionwithout loss of seniority and at their former salary rate.

Any other employee promoted or transferred because of the rearrangement of positions shallalso be returned to their former position without loss of seniority and at their former salaryrate. The employee shall not be allowed to take vacation during the trial period of saidpermanent part-time employment. Thereafter, their part-time vacation entitlement shall be inaccordance with their part-time seniority date.

24.03

Requests for Employment in Full-Time UnitA permanent employee in this bargaining unit who desires an opportunity to work in thebargaining unit for employees regularly working more than twenty-four (24) hours per weekmay file a written request with the Chief Executive Officer. In the event of a vacancy in suchother bargaining unit not capable of being filled by existing employees within the samebargaining unit, such requests will be considered by the Board on the basis of the applicant'soverall qualifications and seniority and where two (2) or more applicants equally qualify forthe position, seniority shall govern.

24.04

Conditions of Reclassification to Full-Time UnitStarting from the date of continuous service, one-half (2) of casual hours paid and all paidpermanent part-time hours would be added together, divided by 1820 to convert to the year andnearest month to determine place on full-time seniority list. The Permanent Part-Timeemployee shall be placed on trial for a period of eighty (80) days worked in their new full-timeposition. Conditional on satisfactory service, such trial shall be confirmed permanent after theperiod of eighty (80) days worked. In the event the employee proves unsatisfactory in the full-time position during the aforementioned trial period, they shall be returned to their formerposition without loss of seniority and at their former salary rate. Any other employee promotedor transferred because of the rearrangement of positions shall also be returned to their formerposition without loss of seniority and at their former salary rate. The employee shall not beallowed to take vacationduring the trial-period ofsaidfuiltime-employment. Thereafter,-theirfull time vacation entitlement shall be in accordance with their full time seniority date.

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WVaughan

PERMANENT PART-TIME AND CASUAL EMPLOYEESWir Public Libraries

April 1, 2010 to March 31, 2013

24.05

Conditions of Reclassification from Full-Time to Part-Time UnitA full-time employee moving to a permanent part-time position, and who successfullycompletes the trial period, shall have the number of years of seniority x 1820 PLUS the nearestcomplete month prorated to hours, to determine the total number of hours of seniority. TheFull-Time employee shall be placed on trial for a period of eighty (80) days worked in theirnew part-time position. Conditional on satisfactory service, such trial shall be confirmedpermanent after the period of eighty (80) days worked. In the event the employee provesunsatisfactory in the part-time position during the aforementioned trial period, they shall bereturned to their former position without loss of seniority and at their former salary rate. Anyother employee promoted or transferred because of the rearrangement of positions shall also bereturned to their former position without loss of seniority and at their former salary rate. Theemployee shall not be allowed to take vacation during the trial period of said full timeemployment. Thereafter, their part-time vacation entitlement shall be in accordance with theirpart-time seniority date.

ARTICLE XXV - HEALTH AND SAFETY

25.01 It is the responsibility of the Board, its employees and the Union to maintain a safe and healthywork environment and, to this end, all agree to comply with the Occupational Health and

Safety Act.

25.02

The Board and the Union agree to meet, as necessary, to discuss health and safety concerns.

ARTICLE XXVI -TECHNOLOGICAL CHANGE

26.01

Notice

In the event of technological change with an impact to the employees, the Board shall providethe Union with thirty (30) days written notice of any intended technological change.

Training

Any training required as a result of a technological change must be approved by the Employer.The Employer shall pay all costs associated with any training provided.

ARTICLE XXVII - TRAVEL ALLOWANCE

27.01 Employees who are required by the Board to use their own cars on library business shall beentitled to a mileage allowance consistent with the Corporation of the City of Vaughan'scurrent rate.

ARTICLE XXVIII - RATE OF PAY

28.01

Employees shall receive the applicable hourly rate as provided in Schedule "A" for theexperience and the grade level to which they are assigned by the Board.

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XYn)


Vaughan


April 1, 2010 to March 31, 2013

ARTICLE XXIX - BENEFITS

29.01 Benefits established, for eligible employees covered by this agreement, prior to ratification ofthis agreement by the Board and the Union shall form part of this Agreement on identicalterms, conditions and shared cost bases. For greater clarity, those benefits are set out inSchedule "B".

29.02 The Board will retain the entire premium reduction granted by the Employment InsuranceCommission, because of the Board's sick leave plan, to be applied against the Board's cost ofbenefits.

ARTICLE X:XX - BULLETIN BOARDS

30.01 The Board will provide a bulletin board in each library building in an area designated by theBoard for the purpose of posting notices regarding meetings and other matters restricted toUnion activity. All such notices must be signed by an officer of the Local Union.

ARTICLEXXXI -NOTIFICATION

31.01

The Board agrees to notify all employees of their unused vacation and sick leave two (2)months prior to an employee's official anniversary date of hire.

ARTICLE XXXII - UNION BUSINESS LEAVE

32.01

Union Business Leave

a) The Board agrees to grant leave of absence without pay and without loss of seniority forUnion business and to employees selected by the Union to attend conventions,conferences or Union schools. Requests for such leave of absence shall be made inwriting to the Chief Executive Officer at least two (2) weeks in advance of such leave.

b) Such leave of absence shall not exceed twenty (20) days for any individual employee percalendar year and a cumulative total of sixty (60) person days in any calendar year. It isunderstood and agreed that the Union may utilize Union business days for the purpose ofcollective bargaining preparation so long as total individual and total bargaining unit daysas herein allocated are not exceeded.

c) The above caps do not apply to employees who are elected or appointed to Unionpositions in accordance with Articles 5.06 or 5.07.

32.02 The Board will continue the employee's pay and benefits for the period of such leave and willbill the Local Union for such pay within thirty (30) days. The Local Union will pay suchbilling within thirty (30) days of receipt of same.

32.03 The Board will consider substitutions in the event that the employee granted leave is unable toutilize-said-leave. It-is-further understood-thatmo-more-than-two-(2)-employees-from-any-onedepartment or classification shall be absent at the same time. The Board may deny the requestfor leave of absence for one (1) person where two (2) apply from the same department orclassification.

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VI) VaughanS Public Libraries


April 1, 2010 to March 31, 2013

ARTICLE XXXIII - CITY OF VAUGHAN FITNESS CENREMEMBERSHIP

33.01

For employees who have completed the probation period, the Vaughan Public Library Boardagrees to pay seventy-five percent (75%) of the adult rate (Vaughan resident category) forFitness Centre membership. The balance of the cost shall be paid by the employee either in alump sum at the start of each month preauthorized deduction, including administrative charges)or by payroll deduction. If an employee does not have a pay eheque from which the deductioncan be taken, the fitness membership will be cancelled unless ,the employee has made otherarrangements to pay the bi-weekly amount to be deducted.

ARTICLE XXXII - TERM OF AGREEMENT

32.01 This Agreement shall be in effect from April 1, 2010 to March 31, 2013 inclusive, and shallcontinue thereafter for periods of one year unless either party notifies the other in writingwithin ninety (90) days prior to the expiration date that it desires to amend or terminate theAgreement.

Dated at the City of Vaughan, this day of , 2010.

THE VAUGHAN PUBLLIBRARY BOARD,,--

THE CANADIAN UNION OF PUBLICEMPLOYEES AND ITS LOCAL 905

tA,.: /S'4- .g..^J1.,..^►

ft\-''ke"/j(/ .

# f

•

o'

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WVaughan


April 1, 2010 to March 31, 2013

SCHEDULE`A' -RATE OF PAY

Part-Time Job Classifications:

Casual Job Classifications:

Grade Job Title

Grade Job Title7

---

7

---6

Librarian I

6

Librarian I5

54

Branch Assistant I, Technician I

4

Technician I3

Custodian

32

Clerk II

2

Clerk II, Voice Communication Attendant1

1

Clerk IPublic Service AssistantPage

Ltfccti'c A )ril 1, 2010 °„ Effect iN e Octo ber

2010 (1'%,Grade Start Year 2 Year 3 Grade Start Year 21 Year 3

7 32.46 34.17 35.89 '] 34.10 35.89 37.70

6 30.99 32.63 34.266 29.50 31.06 32.62

5 26.05 27.44 28.825 25.79 27.17 28.53

4 23.80 25.01 26.194 23.56 24.76 25.93

3 21.76 22.83 23.913 21.54 22.60 23.67

2 19.89 20.88 21.832 19.69 20.67 21.61

j 17.90 18.79 19.971 17.72 18.60 19.77

Start 120 Hrs 240 Hrs Start 120 Hrs 240 Hrs

PSA 10.66 11.18 ' 11.74 pSA 10.77 11.29 11.86

Page 10.46 page 10.56

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N) Vaughan

PERMANENT PART-TIME AND CASUAL EMPLOYEES1I Public Libraries

April1, 2010 to March 31, 2013

SCHEDULE`A' - RATE OFPAY

Cffeet is e October 1, 2=04 1 (2%^)Effect N e A ril 1, 2,Ojj (l %)Grade Start

..-Year 2^ Year 3Grade Start

1 Year 2 Year 3

7 34.44 36.25 38.08 7 35.13 36.98 38.84

6 31.93 33.62 35.296 31.30 32.96 34.60

5 26.84 28.26 29.695 26.31 27.71 29.11

4 24.52 25.77 26.984 24.04 25.26 26.45

3 22.42 23.52 24.633 21.98 23.06 24.15

2 20.49 21.51 22.492 20.09 21.09 22.05

1 18.44 19.36 20.571 18.08 18.98 20.17


PSA 10.88 11.40 11.98 pSA 11.10 11.63 12.22

Page 10.67 Page 10.88

'^F^ffect iN c October 1, 2012(2% )EffectiNc Ap ril 1, 20 -12 (2A^ ^-Grade Start Year 2 Year 3 Grade Start Year 2 Year 3

7 35.83 37.72 39.62 7 36.55 38.47 40.41

6 32.57 34.29 36.00 6 33.22 34.98 36.72

5 27.38 28.83 30.28 5 27.93 29.41 30.89

4 25.01 26.29 27.52 4 25.51 26.82 28.07

3 22.87 23.99 25.12 3 23.33 24.47 25.62

2 20.90 21.94 22.94 2 21.32 22.38 23.40

1 18.81 19.75 20.98 1 19.19 20.15 21.40


PSA 11.32 11.86 12.46 PSA 11.55 12.10 12.71

Page 11.10 Page 11.32

of 34



April 1, 2010 to March 31, 2013

SCHEDULE"B"BENEFITSEffective Date of Ratification (May 27, 2010)

Permanent Part-Time Staff

Further to Article XXIX in the Collective Agreement with respect to Benefits, it is understood and agreedthe benefits for Permanent Part-Time Staff are as set out below, to be effective three (3) months after hire.All drug care benefits are administered under a managed health care formulary program (genericsubstitution, therapeutic cross-selection for prescribed drugs, no over-the-counter coverage, no fertilitydrugs, no smoking cessation coverage).

The Board pays 50% (fifty percent) of the cost of benefits to all eligible permanent part-time employees,and their families.• Group Life and Accidental Death and Dismemberment Insurance.• Extended Health Care Insurance• Long Term Disability Insurance• Dental Insurance

Life Insurance:

Salary x 1-1/2 to a maximum of $250,000L.T.D.:

Salary x 0.75 to a maximum of $2,500; Elimination Period 119 days

Healthguard:• 100% per prescription coverage ($1.50 deductible on prescription)• Major Medical Annual Deductible of $50.00/family; $25.00/single• Out of Province/Country extra coverage• Private duty nursing• $500.00 per year coverage for combined chiropractic and massage therapies• $500.00 per year coverage for all other paramedical practitioners• Extra paramedic expenses• Diabetic supplies• Medical appliances• Orthotic Devices to a maximum of $250 per year• Basic Dental 2008 ODA Scale to be applied on date of ratification (May 27, 2010) with $25/single;

$50/family deductible• Basic Dental 2009 ODA Scale to be applied on April 1, 2011 with deductible• Basic Dental 2010 ODA Scale to be applied on April 1, 2012 with deductible• Coverage for major restorations to maximum of $2,000 per year• 50% coverage for orthodontic expenses to a maximum of $3,250 per year• Vision Care. $325 each 24 months toward prescription glasses, corrective lenses and/or eye

examinations.

A detailed Great West Life Assurance Company information benefits booklet will be distributed to eachemployee.

of 34


`^ Vaughan

PERMANENT PART-TIME AND CASUAL EMPLOYEES.

Bn public. Libraries

April 1, 2010 to March 31, 2013

RETIREE BENEFITS (applicable to Permanent Part-Time staff only):

Retiree benefits for future retirees with a minimum of five (5) years continuous service with the VaughanPublic Library Board, who retire under the OMERS Plan, will be covered for:

• Life insurance at $10,000• Vision Care at $250 every 24 month period• Basic Dental Plan at ODA Scale for 2001

The Board pays 50% (fifty percent) of the cost of benefits to all eligible permanent part-time employees.

CASUAL STAFF

Deductions and benefits are those required by the Employment Standards Act (Ontario), The Income Tax

Act (Canada) and other applicable Federal and Provincial Statutes.

ONTARIO MUNICIPAL EMPLOYEES RETIREMENT SYSTEM (OMERS)

Membership in the OMERS plan is compulsory for all full-time employees and contributions begin as ofdate of hire. The Board contributes an equal amount to the plan on behalf of each employee at the currentrates outlined by the plan.

For Union employees working less than 35 hours per week there is an option to join if:-the employee worked at least 700 hours, or

if the employee's gross earnings equal at least 35% of the YMPE (Year's Maximum PensionableEarnings),

in each of the two consecutive calendar years preceding enrolment.

of 34

VA)


Vaughan


April 1, 2010 to March 31, 2013

APPENDIX `I'

JOB SECURITY

The Board will commit to make every possible effort during the term of this Agreement to maintain theexisting staff complement. If, in the Board's view, work force reductions may become necessary, theBoard will request the assistance of the Union to explore alternative means of meeting the Board's needsprior to any implementation.

Employees shall be laid off in reverse order of their seniority provided that those employees who remainhave the qualifications and ability to do the jobs remaining. The Board will guarantee that seventy-five(75%) of those employees who were permanent part-time at the start date of this Collective Agreementwill be provided with part-time employment during the term of this Agreement. This does not guaranteethat employees will retain the positions which they occupied at the start of this Agreement or at the time alayoff occurs.

of 34

Vig) Vaughan


nPublic Libraries

April 1, 2010 to March 31, 2013

LETTER OF UNDERSTANDING "A"

TRANSLATORS OF MULTICULTURAL MATERIAL

It is agreed that employees who perform translation of multicultural material will perform these duties ona contractual basis outside their regular working hours, which shall not be counted as part of theemployees' regular work week, subject to the Ontario Employment Standards Act, and shall receivecompensation at a rate of $18.00/hour.

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W Vaughan

PERMANENT PART-TIME AND CASUAL EMPLOYEESPublic .Libraries

April 1, 2010 to March 31, 2013

LETTER OF UNDERSTANDING "B"

HOURS OF WORK

When Permanent Part-Time and Casual Employees are scheduled to work less than their respectivenormal work period, as defined in the Collective Agreement, the employer will make reasonable efforts toallow these employees to make up the lost time by performing work in locations where hours becomeavailable. Such opportunities will be distributed as equitably as possible.

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PERMANENT PART-TIME AND CASUAL EMPLOYEESVg)/ Public Libraries

April 1, 2010 to March 31, 2013

LETTER OF UNDERSTANDING "C"

MERGERS & AMALGAMATIONSAND INTEGRATION OF SERVICE

The Union and the Employer agree that in the case of a merger of services, or the integration of theLibrary into the City, the Employer agrees to meet with the local Union with no less than ninety (90) daysof any action to be taken, as soon as they are made aware of the pending plan, and will offer the Uniondisclosure of the information as required.

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Vaughan


April 1, 2010 to March 31, 2013

LETTER OF UNDERSTANDING "D"

JOINT WORKING GROUPCASUAL AND PART-TIME EMPLOYEES

The parties agree to meet within thirty (30) working days from the date of ratification to discuss the issuesraised with regard to casual and part-time employees. The Joint Working Group shall have 1representative from the casual group of employees, 1 representative from the part-time group ofemployees, 1 representative from the Union, and up to 3 representatives from Management.

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Xi:)


Vaughan

PERMANENT PART-TIME AND CASUAL EMPLOYEESstiff Public Libraries

April 1, 2010 to March 31, 2013

LETTER OF AGREEMENT

JOINT COMMITTEE

The parties agree that over the next four month period a joint committee shall meet to develop staffschedules to meet the needs of the operation while providing weekend time off for staff to the best extentpossible.

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